Determinants of coaching success: a systematic review

Abstract

PurposeThe major contribution of this paper is to propose a theoretical framework to coachee success and to identify the most relevant resources for coachee success.Design/methodology/approachThis article attempts to determine the constructs of coaching success through a systematic literature review. The review identified 1,048,880 papers. From these, the authors selected 39 articles for the research. From these articles, the main elements of coaching success were identified.FindingsThe main elements of coaching success are coach quality, coachee engagement, coaching process, coaching reflection, behaviors resulting from coaching and coachee success. Coach quality, coaching process and coachee are often considered as key variables to success. Coachee's behavior is linked to performance but approaches to effectful coaching vary.Practical implicationsCoachee success is connected with the coach's emotional skills and the formality process. Success requires communication, interpersonal relationship, planning, goal setting and progress monitoring. An interplay between the coach and the coachee's emotional skills and the formality process enables success. In business, where employees usually work in their chosen profession, coaching is a tool for education and improvement that brings positive results to the organization.Social implicationsOn a personal level, it can lead to greater self-knowledge and to improvement in the quality of life. Coaching as a facilitator of the coachee's success must be more than a process in itself. It is a way of allowing the coachee to make a critical contribution in a broader context to an organizational culture that values human capital.Originality/valueIt contributes to the understanding of the mechanisms that lead to success in coaching. This systematic review adds to the few articles found on coachee success from over a million papers analyzed. It offers a proposed theoretical framework to coachee success, through a holistic approach.

Coaching Contable e Implementación de normas Internacionales de Información Financiera: Una propuesta metodológica

“…Por su parte, la triangulación con la aplicación de una encuesta a gerentes de empresas y líderes y asesores de los procesos contables y financieros, percibe la importancia de los criterios integradores del modelo para llevar a cabo estrategias de implementación y que además son adecuados en la integración de un modelo de Coaching con una estrategia metodológica de implementación de NIIF. Además, logramos coincidir con los autores Cidral, Berg, & Paulino. (2023), que determinan que una interacción entre las habilidades de coach y la de los sujetos de la organización integrados en la formalidad institucionalidad se genera los resultados esperados, lo que precisamente enfoca dicho modelo planteado en esta investigación.…”

Effects and Side Effects in a Short Work Coaching for Participants with and without Mental Illness

“…Business coaching on productivity and work performance for senior workers also had partly positive effects on self-efficacy, resilience, and well-being [ 43 ]. Systematic reviews [ 43 , 44 ] also ask for coaching mechanisms, but the studies in this field are quite heterogeneous. The consensus for successful coaching seems to be a mixture of appropriate methods and techniques (“teaching practice”) and relationship quality between the coach and coachee.…”

“…For example, definitions range from the promotion of psychosocial capacities [ 45 , 46 ] to communication strategies [ 47 ] to specific coaching skills [ 46 , 48 , 49 ]. Coachee characteristics such as engagement [ 44 ], self-efficacy, and learning styles are thought to influence the coaching process [ 43 ]. Forming a kind of “working alliance” seems to increase the effects of coaching, as well as rapport, trust, and commitment [ 43 ].…”

Analysis of Coaches Work Culture Behavior in DIY Province

“…The coach's own work culture has a goal of changing the attitude and behaviour of existing athletes to improve performance to face various challenges in the future. (Prabowo et al, 2022;Cidral et al, 2023). Therefore, it can be concluded that the benefits of implementing a good work culture are increasing the spirit of helping each other, increasing togetherness, being open to each other, increasing the spirit of kinship, increasing the sense of kinship, building better communication, improving performance, being responsive to world developments outside.…”